When an employee is falling short of performance expectations, the reason(s) fall into only a few categories:

• Clarity: Does the employee know what the expectation is? Does the employee know what his/her current performance is relative to the expectation?
• Character: Does the employee have the personality features and basic life skills required to meet the expectation?
• Competence: Does the employee have the specific or technical skills required to meet the expectation?
• Resources: Does the employee have enough time, tools, people, etc to meet the expectation?
• Motivation: Does the employee have the motivation required to meet the expectation?

Each of these requires a different type of action by the manager. Rather than being vaguely bothered by the situation, get specific and face the reality of what needs to happen in one or more of these five areas.